$15.0M
Recovery for employees denied legally required meal and rest breaks.
Employment
California Sexual Harassment Lawyer
Are you being harassed at work and unsure where to turn? At Wilshire Law Firm — an award-winning, nationally recognized team — our attorneys help California employees stop workplace sexual harassment and pursue compensation. Contact us 24/7 for a free case review with a legal professional — there are no fees unless you get paid.
- $3B+RECOVERED
- 7X"BEST LAW FIRM" AWARDS
- 24/7AVAILABILITY & SUPPORT
- 500+LEGAL PROFESSIONALS
Understanding Your Sexual Harassment Case
Explore essential resources on your rights, your options, and what to expect — everything you need to navigate the legal process, all in one place.
Sexual harassment is unwelcome sexual conduct that interferes with your ability to do your job or creates a hostile work environment. Under the California Fair Employment and Housing Act (FEHA, Government Code §12940), it generally takes two forms: "quid pro quo" harassment, where job benefits are tied to sexual demands, and "hostile work environment" harassment, involving pervasive or severe unwanted comments, jokes, touching, or requests for sexual favors. California law prohibits this conduct in nearly every workplace.
If you have experienced sexual harassment, you generally have the right to report it, to be free from retaliation, and to seek compensation. You can file a complaint with your employer or with the California Civil Rights Department (CRD, formerly the DFEH), and you may pursue a civil claim for damages — including emotional distress, lost wages, and other harm. A legal professional can review your options during a free case review. Learn more about your workplace harassment rights →
Wilshire Law Firm is an award-winning, nationally recognized team that guides employees through every step of a sexual harassment claim. Our attorneys review your situation, explain your legal options, handle your case with discretion, and represent you in negotiations or litigation. We take these cases on contingency, which means there are no fees unless you get paid.
Employees who prove workplace sexual harassment can generally recover several types of damages. These commonly include lost wages and benefits, compensation for emotional distress, and, in some cases, punitive damages meant to punish especially egregious conduct. Courts may also award attorney's fees and costs. Because every case is different, a legal professional can review your losses during a free case review.
In most California cases, you generally have three years from the date of the harassment to file a complaint with the Civil Rights Department (CRD), a deadline extended by AB 9 in 2020. After you receive a "right-to-sue" notice, you typically have one year to file a lawsuit. Because deadlines vary and missing one can end your case, it's best to speak with a legal professional early.
Meet Our Sexual Harassment Attorneys
Nationally-Recognized Powerhouse, Fighting for the Justice You Deserve
Our award-winning attorneys have recovered billions for clients while taking on insurance companies and major corporations.
John G. Yslas, Esq.Senior Partner, Chair of the Employment Wage & Hour Class Action Department
Mary Lee Caruso, Esq.Senior Partner
Tyler J. Woods, Esq.Senior Partner
Arrash Fattahi, Esq.Partner
Benjamin Haber, Esq.Partner
Nicol Hajjar, Esq.Partner
Diego Aviles, Esq.Junior Partner
Jeffrey Bils, Esq.Junior Partner
Emily Borman, Esq.Junior Partner
Jose Maria D. Patino, Jr., Esq.Junior Partner
Christina M. LeJunior Partner
William M. Pao, Esq.Junior Partner
Eugene Zinovyev, Esq.Junior Partner$12.0M
Recovery for employees denied legally required meal and rest breaks.
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Past results do not guarantee similar outcomes. Each case is unique and evaluated on its own facts.
How Do I Know If I Have a Sexual Harassment Case in California?
You may have a valid sexual harassment case if the conduct was unwelcome, based on sex, and either severe or pervasive enough to create a hostile work environment — or if a job benefit was conditioned on sexual demands. Isolated, minor comments usually are not enough, but repeated or serious behavior often is. California's FEHA protects employees at most workplaces, and filing deadlines apply, so contact Wilshire Law Firm for a free case review with a legal professional.
Start Your Free Sexual Harassment Case Review
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Record breaking results
Winners of #1 Settlements in California
Our attorneys have recovered billions of dollars, including some of the biggest settlements in California.
17#1 Settlements in California, 2022–2024*
TopVerdict #1TopVerdict.com #1 settlements
1–1 of 17
#1 Truck v. Pedestrian Accident Settlement
2024
#1 Multi-Vehicle Accident Settlement
2024
#1 Equipment Malfunction Settlement
2024
#1 Car v. Stationary Object Collision Settlement
2024
#1 Bus v. Passenger Accident Settlement
2024
#1 Whistleblower Retaliation Settlement
2023
#1 Underinsured Motorist Settlement
2023
#1 Slip & Fall Accident Settlement
2023
#1 Negligent Security Settlement
2023
#1 Ladder Accident Settlement
2023
#1 Hotel Premises Liability Settlement
2023
#1 Car v. Car Collision Settlement
2023
#1 Bicycle Accident Settlement
2023
#1 Pregnancy Discrimination Settlement
2022
#1 Age/Disability Discrimination Settlement
2022
#1 Wrongful Termination Settlement
2022
#1 Meal & Rest Breaks Settlement
2022
*#1 settlements in California have been awarded by TopVerdict.com. Past results do not guarantee similar outcomes.
Sexual Harassment FAQs
Our Most Frequently Asked Questions
We've answered the most common ones below. If yours isn't here, call us — we're available 24/7.
Sexual harassment is unwelcome sexual conduct that affects your job or creates a hostile, intimidating, or offensive work environment. Under FEHA, it includes both quid pro quo harassment, where job benefits are tied to sexual demands, and hostile-environment harassment. The harassment protections apply to employers with even one employee.
Depending on the facts, both the individual harasser and the employer may be held accountable. Under FEHA, an employer can be strictly liable when a supervisor harasses an employee, and liable for coworker harassment it knew or should have known about but failed to correct. Harassment by non-employees such as clients can also create liability in some situations.
No. FEHA makes it unlawful for an employer to fire, demote, or otherwise punish you for reporting sexual harassment or participating in an investigation in good faith. Retaliation after a complaint can be a separate claim, even if the harassment claim itself is still being resolved.
For FEHA harassment claims, employees generally have three years from the date of the harassment to file a complaint with the California Civil Rights Department, and typically one year from a right-to-sue notice to file suit. Deadlines have exceptions and can turn on the facts. Confirm your timeline with an attorney promptly.
Where you safely can, document what happened with dates, save any related emails or messages, and report the conduct through your employer's complaint process. Keeping your own records can be important if the employer's account later differs. You are not required to confront the harasser directly to preserve your rights. Learn more about workplace retaliation →